You’ve made a great hire—congratulations! Sending that offer letter and receiving a positive response is the best feeling.
But the best recruiters know that the job is not over once that offer is accepted. In fact, your onboarding program can make or break the success of that placement. Thoughtful, effective, structured onboarding can help you ensure:
So what does good onboarding look like? How do you welcome a new employee in the best way?
Thoughtful onboarding begins well before a new hire’s start date. You want to make sure your organization is well-prepared to welcome this new teammate, but also ensure that they feel comfortable and capable as soon as they join.
Do the heavy-lifting early to make their first day is smooth and their first weeks are productive. Here’s an onboarding checklist of tasks you should make sure you accomplish before they walk into the office (or sign into Slack) for the first time:
Getting this legwork out of the way before your new hire’s first day will help make their transition smoother, and allow them to feel more aware of what to expect.
You might be asking an important question right about now: “Okay, you want me to get my onboarding plan and materials ready. But what should those be?” Successful onboarding programs give new hires knowledge that will help them be successful in their role, without inundating them with too much to remember.
The good news is that you don’t have to rush things. These programs are more successful if they’re paced over a couple of months. This helps you spread out the information provided, as well as maintain some crucial touchpoints in a new hire’s first days, weeks, and months.
Of course, make sure your onboarding procedures are adaptable and adjusted based on the experience level of each new hire. Some will want and need a bit of hand-holding to help them get started. Others will have the confidence and experience to hit the ground running.
Speaking of adaptability, make sure you are open to feedback during the onboarding process—and cycle that feedback back into how you can improve the experience for the next person.
This means going beyond the empty invitation to “let us know if you have any thoughts on this process!” Even survey links tend to have low engagement. Being proactive in drumming up authentic feedback is key to gleaning the insights that will make your onboarding strategy better and better.
A creative and engaging way to invite this feedback is to use video interviewing software.
Using one way videos to collect onboarding feedback makes it easy for companies to collect new hire feedback in a centralized location that’s already familiar to HR pros. New hires are invited to submit feedback videos (or feedback surveys) after 30 days, 60 days, or 90 days in a new role. They can record these videos on their own time and might be more transparent than they would be face-to-face with an HR professional.
Meanwhile, for the recruiting team, these feedback videos are a time saver. Scheduling and holding feedback sessions with each new employee can take days. With recorded feedback videos, you can watch new hires’ feedback, rewatch, share, and make notes on each one when it’s convenient—and have a good record of that feedback to reference well into the future.
Leveraging your recruiting software to optimize the onboarding experience for your new hires is an excellent way to do more with less, keep information centralized in a familiar platform, and save time and resources on your journey toward building a more welcoming experience.
Above all, crafting an effective, intentional digital onboarding program will help stretch those feel-good, accepted-offer moments by ensuring new employees feel comfortable and excited to stick around for the long haul. It’s an essential way to make sure your investments in top talent pay off. See how interviewstream can help you onboard more effectively here. Or, reach out to us directly here.
Monique Mahler is the CEO of interviewstream. She is an avid researcher of facts, a self proclaimed marketing geek, and an equestrian in her spare time.